success by design - north carolina...success by design, an oc model across cms (nonlift schools)-•...
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Success by DesignAdvanced Roles in Charlotte-Mecklenburg Schools
2018-2019
District Overview
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CMS educates 152,000 students in Pre-K through 12th grade in 175schools throughout the cities and towns of Mecklenburg County.
CMS is proud of its diverse mix of students who represent 160 different countries and various cultural and ethnic backgrounds.
CMS offers an extensive range of magnet programs in 37 of its schools.
CMS is one of the largest employers in Mecklenburg County with more than 18,000 employees, 9,701 are teachers.
Background of Advanced Roles in CMS
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• 2012-13: Project LIFT sees recruitment success in utilizing Public Impact’s Opportunity Culture model
• 2013-14: CMS awarded 3-year grant by Belk Foundation to partner with Public Impact (PI) and Education Resource Strategies (ERS) to create Success by Design, an OC model across CMS (non-LIFT schools)
• 2015-16: Success by Design begins to create new talent pool process and begins work on professional development plan for teacher-leaders and school-leaders
• 2016-17: Success by Design awarded 3-year grant by NCDPI for department staff and professional development
Advanced Role Sustainability
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1.0 VACANCY ADM
1.0 Teacher ADM
1.0 Teacher ADM
Vacancy example
0.05
1 IA (0.65)
1 Expanded Impact Teacher (1.05)
1 Multi-Classroom Leader (1.30)
Current turnover and vacancies will enable schools to fund advanced roles without dismissing teachers.
0.3
Advanced Roles
Taken from: Public Impact’s Opportunity Culture
0.65
Measures of Success
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• School Culture• Teacher Effectiveness & Retention• Student Achievement
• 87% (27 of 31) of our schools Met/Exceeded growth in 2017-18, which is up from 77%(21 of 27) in 2016-17 that Met/Exceeded growth.
• Proportionally, 14.91% more SbD schools Met/Exceeded growth as compared to non-SbD schools in CMS.
Success by Design Progress
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SbD 2013-14• 17 Schools • 107 Teacher-Leaders• 29 MCLs supported 129 Teachers
SbD 2018-19• 40 Schools • 184 Teacher-Leaders• 55 MCLs support 311 Teachers
Program Gaps in 2015
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Problem #1: Not all schools in the program were advancing student achievement. Why? • Teachers were hired without positive data to move student achievement.
Why?o No talent pool in 2013-14 o Loose talent pool process in 2014-15
Solution: Restructure the talent pool process and implement a requalification process
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Problem #2: Teachers coached by MCLs weren’t always improving. Why? • Teachers moved to MCL role and coached other teachers without effective
skills to lead other adultsSolution: Offer specific professional development courses that proactively build skills as teacher-leaders progress through the advanced career pathway
Talent Pool
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1.2
2.7
0
0.5
1
1.5
2
2.5
3
14-15:No Talent Pool
18-19:Fourth Talent Pool
EVAA
S
Average EVAAS of SbD Teacher-LeadersAccepted into Talent Pool and Hired
Talent Pool Data
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• 247 new candidates applied to the 2018-19 talent poolo 85.83% (212) Teachers
• 59.92% (148) candidates screened between March and May
• 89.50% (226) internal candidates
• 60.73% of all candidates have between 5 – 15 years of experience (9 yr avg)
• 73.68% acceptance rate
• 15% (27 of 184) of our 2018-19 SbD teacher-leaders earned their K-12 Administration License and are choosing to stay in the classroom
• Accepted candidates include: 46.7% who hold a Master's degree; 14.3% who are National Board Certified Teachers; 9.3% who hold both
Professional Development
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Grant funds support professional development (PD) opportunities for current teacher-leaders, candidates in the talent pool, administrative staff from SbD schools, and district leaders. Below are a few highlights of the PD opportunities supported by the grant: • 12 Face-to-Face Courses• 11 Book Studies in Canvas• Over 40 Articles and Match-Mini Videos• Relay Graduate School of Education Cohorts• Approximately 158 courses have been taken by 240
staff participating in the program
Grant Funding
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Total Grant Funds Awarded from NCDPI = 2,882,631 • 2017: $237,500 pre-grant funds• 2017-2020: $2,645,131 grant funds
Expenditures
30%
57%
5%7%
0% 1%0%
2017-2018
Staff
Professional Development
Supplies
Travel
Substitute Pay
Stipend/Supplement Pay
Software and Computers
52%33%
3%3% 0%
8%
1%
2018-2019
Staff
Professional Development
Supplies
Travel
Substitute Pay
Stipend/Supplement Pay
Software and Computers
Needs to Ensure Sustainability and Scale-Up
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• Continue class size waiver• Allow MCLs on TLS to mentor and peer
evaluate• MCL Evaluation – move MCLs to the Teacher
Leadership Specialist Rubric (TLS) or create blend of teacher & TLS Rubrics, while still utilizing the teacher funding bucket
• EVAAS for MCLs• PowerSchool coding for coaches
• EVAAS differences – ELA versus Biology
More Testimonials at bit.ly/CMS-SbD
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Questions?
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Melissa StormontSuccess by Design Program Manager
Excited to hear more? Parents, principals, students, & teacher-leaders tell all on
our testimonials page at bit.ly/CMS-SbD